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Perceived Overqualification and Innovative Behavior: High-Order Moderating Effects of Length of Service

Author

Listed:
  • Yongbo Sun

    (Business School, Beijing Technology and Business University, Fucheng Road, Beijing 100048, China)

  • Zichen Qiu

    (Business School, Beijing Technology and Business University, Fucheng Road, Beijing 100048, China)

Abstract

Perceived overqualification has been a hot topic in the field of organizational behavior in recent years and has become very common with the spread of education. In addition, in the current era of open innovation, the demand for innovative behaviors by enterprises is increasing day by day. Therefore, this study intended to link the two to explore the relationship between them. Based on self-evaluation theory and face theory, taking enterprise employees as the research object, this paper discusses the impact of perceived overqualifications on employees’ innovative behavior and the internal mechanism and examines the first-order and high-order moderating effects of ability–face pressure and length of service in turn. The results showed that perceived overqualifications had a positive impact on employees’ innovation behavior, and felt trust had a mediating role in the relationship. Ability face pressure played a negative moderating role in the impact of felt trust on innovative behavior and played a negative moderating role in the impact of perceived overqualifications on innovative behavior. With the increase in the length of service, the negative moderating effect of ability face pressure on the relationship between perceived overqualifications and employees’ innovative behavior weakened. It is expected that these results will enable companies to understand the internal mechanisms of employee perceived overqualification, enlighten leaders to give more trust to employees, help companies to improve employees’ innovative behavior, and pay attention to the psychological factors of employees, which will help to create a sustainable work environment and promote sustainable business development.

Suggested Citation

  • Yongbo Sun & Zichen Qiu, 2022. "Perceived Overqualification and Innovative Behavior: High-Order Moderating Effects of Length of Service," Sustainability, MDPI, vol. 14(6), pages 1-18, March.
    • Handle: RePEc:gam:jsusta:v:14:y:2022:i:6:p:3493-:d:772578
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    References listed on IDEAS

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    1. Kang, Jae Hyeung & Matusik, James G. & Kim, Tae-Yeol & Phillips, J. Mark, 2016. "Interactive effects of multiple organizational climates on employee innovative behavior in entrepreneurial firms: A cross-level investigation," Journal of Business Venturing, Elsevier, vol. 31(6), pages 628-642.
    2. Erdogan, Berrin & Bauer, Talya N. & Peiró, José María & Truxillo, Donald M., 2011. "Overqualified Employees: Making the Best of a Potentially Bad Situation for Individuals and Organizations," Industrial and Organizational Psychology, Cambridge University Press, vol. 4(2), pages 215-232, June.
    3. Wang Ro Lee & Suk Bong Choi & Seung-Wan Kang, 2021. "How Leaders’ Positive Feedback Influences Employees’ Innovative Behavior: The Mediating Role of Voice Behavior and Job Autonomy," Sustainability, MDPI, vol. 13(4), pages 1-13, February.
    4. Jingjing Yao & Zhi-Xue Zhang & Jeanne Brett, 2017. "Understanding trust development in negotiations: An interdependent approach," Post-Print hal-01745367, HAL.
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